The United States Congress enacted and the President signed into law the Families
First Coronavirus Response Act (FFCRA), which includes a provision for emergency paid sick leave and an expansion of Family
Medical Leave Act (FMLA) coverage.

The provisions of the Families First Coronavirus Response Act provide paid leave to
employees to assist with various circumstances related to the Coronavirus COVID-19
public health emergency and expanded Family Medical Leave Act eligibility for Coronavirus
COVID-19 related leave needs. These new requirements take effect on April 1, 2020
and expire on December 31, 2020.

The Families First Coronavirus Response Act was enacted into law on 3/18/2020 with
an effective date of 04/01/2020 and will expire on 12/31/2020. While the act has many
provisions addressing the impact of the COVID-19 outbreak, there are two key leave
provisions that apply to USG as an employer: • The Emergency Paid Sick Leave - Provides
up to 80 hours of a new type of paid leave for 6 qualifying reasons (listed below)
relating to absences caused by COVID-19. The act allows COVID 19 Leave Options and
Procedures FAQs | pg. 4 an employee to take leave due to an inability to work or telework
because the employee is: 1) subject to a federal, state or local quarantine or isolation
order related to COVID19; 2) advised by a health care provider to self-quarantine
due to COVID-19 concerns; 3) experiencing COVID-19 symptoms and seeking medical diagnosis;
4) caring for an individual subject to a federal, state or local quarantine or isolation
order or advised by a health care provider to self-quarantine due to COVID-19 concerns;
5) caring for the employee’s child if the child’s school or place of care is closed
or the child’s care provider is unavailable due to public health emergency; or, 6)
experiencing any other substantially similar condition specified by the Secretary
of Health and Human Services in consultation with the Secretary of the Treasury and
the Secretary of Labor. • The Emergency Family and Medical Leave Expansion Act -Adds
a qualifying reason that an employee may take job-protected family and medical leave
if the eligible employee is unable to work or telework and must care for a child under
the age of 18 because of a school closure or loss of childcare due to a public health
emergency. The new emergency family and medical leave provision also increases eligibility
for FML for this limited reason to any employee employed for 30 calendar days or more.
The first 10 days of the Emergency FML is unpaid but may run concurrently with the
Emergency Paid Sick Leave. After those 10 days, employers must provide two-thirds
of the employee’s regular rate up to a cap of $200 per day or $10,000 in the aggregate.
The 80 hours of emergency paid sick leave must be provided at the employee’s regular
rate of pay for reasons one, two and three listed above, capped at $511 per day or
$5,110 in aggregate and at two-thirds the employee’s regular rate of pay for reasons
four, five and six listed above, capped at $200 per day or $2,000 in the aggregate.

If an employee is subject to a federal, state or local quarantine or isolation order
related to COVID19 or is advised by a healthcare provider to self-quarantine due to
COVID-19 concerns, they may request up to 80 hours of emergency paid sick leave at
the employee’s regular rate of pay, capped at $511 per day or $5,110 total. Eligible
employees may elect to use accrued leave or compensatory time to cover the absence.
Note the use of accrued leave or compensatory time will not count against an employee’s
FFCRA entitlement.

If an employee is experiencing COVID-19 symptoms and is seeking medical diagnosis
they mayrequest up to 80 hours of emergency paid sick leave at the employee’s regular
rate of pay capped at $511 per day or $5,110 total. Eligible employees may elect to
use accrued leave or compensatory time to cover the absence. Note the use of accrued
leave or compensatory time will not count against an employee’s FFCRA entitlement.

If an employee cannot come to work or telework because they are caring for their child
because the child’s school or place of care is closed or the child’s care provider
is unavailable due to public health emergency, they may request up to 80 hours of
paid sick leave at two-thirds the employee’s regular rate of pay, capped at $200 per
day or $2,000 total. Eligible employees may elect to use accrued annual leave, personal
leave or compensatory time to cover the absence. Note the use of accrued leave or
compensatory time will not count against an employee’s FFCRA entitlement. Eligible
employees (those employed for thirty calendar days or more) may also request to receive
emergency family and medical leave for up to 12 work weeks. The employee will receive
twothirds the employee’s regular rate of pay, capped at $200 per day for the period
after the first 10 days that emergency family and medical leave is taken. Eligible
employees may elect to use the emergency paid sick leave, annual leave, personal leave
or compensatory time to cover the initial 10 workdays of emergency family and medical
leave. Note the use of accrued leave or compensatory time will not count against an
employee’s FFCRA entitlement.

An employee who is caring for an individual subject to a federal, state or local quarantine
isolation order or who is advised by a health care provider to self-quarantine due
to COVID-19 concerns may request up to 80 hours of paid sick leave at two-thirds the
employee’s regular rate of pay, capped at $200 per day or $2,000 total. Eligible employees
may elect to use accrued leave or compensatory time to cover eligible absences. Note
the use of accrued leave or compensatory time will not count against an employee’s
FFCRA entitlement.

Employees who have been employed for at least 30 calendar days may take up to 12 weeks
of jobprotected leave to allow an employee who is unable to work or telework to care
for their child (under 18 years of age) if the child’s school or place of care is
closed or the childcare provider is unavailable due to a public health emergency.

Yes, generally speaking FFCRA leave is available to an individual who is actively
employed with work available and meets the qualification requirements of the new law.
Federal work-study students are subject to the guidance of the Department of Education
regarding financial aid payments during the COVID-19 pandemic you may contact your
campus HR office for additional support.